MOS3344B Final Exam Review

behavioural involvement

The amount of time a person spends in a particular role.

buffer

Variable that protects people from the negative effects of stress.

distributive justice

The perceived fairness of outcomes.

family-to-work conflict

Work–family conflict in which family demands interfere with the fulfillment of work responsibilities.

general adaptation syndrome

The body’s way of gearing up for fight or flight (i.e., to confront or run away from a predator).

interactional justice

The perceived fairness of interpersonal treatment.

moderator

Variable that changes the relationship between other variables.

negative affectivity

A dispositional dimension reflecting persistent individual differences in negative emotion (pessimistic).

preventive stress management

An approach to managing stress in the workplace that emphasizes that the health of an organization and its employees are interdependent; encourages the reduction of stressors in the workplace as well as the recognition and management of occupational stress and strain.

primary interventions

Reducing or removing the actual stressors and are highly effective in reducing work-related stress and strain.

procedural justice

psychological involvement

The degree to which a person identifies with a particular role and sees the role as a central component of his or her self-concept.

psychologically healthy and safe workplace

A workplace that promotes workers’ psychological well-being and actively works to prevent harm to workers’ psychological health including in negligent, reckless, or intentional ways.

psychosocial model of health

Approach to the study of health that highlights the importance of both the social environment and psychological factors.

risk factor

Variable that increases the negative effects of stress.

secondary interventions

Stress intervention techniques that focus on minimizing negative outcomes once a person is feeling stress.

strain

The result of stress.

stress

An internal response to stressors and is often characterized by negative feelings of arousal.

stressor

Objectively verifiable event in the environment that has the potential to cause stress.

tertiary interventions

Stress intervention techniques that are used to help those individuals who have not been able to manage workplace stress effectively and who are now experiencing symptoms of strain.

Type A behaviour

Action-emotion complex that can be observed in any person i who is aggressively involved in a chronic, incessant struggle to achieve increasingly more in increasingly less time.

work-to-family conflict

Work–family conflict in which work demands interfere with the fulfillment of family responsibilities.

Prevention is what type of intervention?

Primary

Coping is what type of intervention?

Secondary

Healing is what type of intervention?

Tertiary

the individual-personality

Relatively stable set of characteristics, responses, thoughts, and behaviours of a given individual.

aggression (Schat and Kelloway)

Behaviour by an individual or individuals within or outside an organization that is intended to physically or psychologically harm a worker or workers and occurs in a work- related context.

assault cycle

Model suggesting that violence occurs only after a period of escalation.

bullying

A sustained pattern of harassing behaviours.

gender harassment

Comments or actions seen as creating a hostile environment based on gender.

harassment

Engaging in annoying or embarrassing conduct against a worker in a workplace; conduct that is known or ought reasonably to be known to be unwelcome.

imminent risk

Short-term risk of violence occurring in the current situation.

incivility

Low-intensity deviant behaviour with ambiguous intent to harm the target, in violation of workplace norms for mutual respect. Uncivil behaviours are characteristically rude and discourteous, displaying a lack of regard for others.

mobbing

A term used in Europe to describe bullying.

sexual coercion

The attempt to extort sexual cooperation; can take the form of subtle or explicit job-related threats.

sexual harassment

Intentional and unwelcomed sexual conduct or remarks that occur despite resistance from the “victim.”

Type I violence

Violence committed by someone with no legitimate relationship to the organization, often while committing another criminal act.

Type II violence

Violence committed by clients or customers of the organization.

Type III violence

Violence committed by coworkers (e.g., other employees of the organization).

Type IV violence

Violence committed by the spouse or partner of the victim in the workplace.

unwanted sexual attention

Persistent and unwelcome sexual comments or attention.

SAV-T(2)

A means of identifying the imminent risk of workplace violence based on the assault cycle.

What does SAV-T(2) include?

Swearing

Agitation

Volume

Threat

close call

A series of events that could have led to a safety incident but did

not.

instructional systems design (ISD) model of training

A general model of the training process that incorporates needs analysis, training design and delivery, and training evaluation and that notes the interdependencies among the three major components of the training process.

job/task analysis (phase 1)

Component of the training needs analysis process during which the jobs and specific job tasks that are in need of training are identified and studied.

needs analysis

The initial stage of the training development process, intended to identify employee and organizational deficiencies that can be addressed with training and to recognize potential obstacles to the success of a training program.

organizational analysis

An analysis of the entire organization, designed to examine resources, strategy, and environment to assess the organization’s support for training.

person analysis

Is a component of the training needs analysis process during which individual employees’ behaviour is studied to identify gaps in performance.

safety climate

Employees’ shared perceptions of the importance of safety in the workplace.

train the trainer

Programs designed to offer subject-matter experts in various content areas skills in program delivery and communication.

training evaluation

A component of the ISDtraining model designed to assess the value added for individuals and organizations following the implementation of a training program.

training objectives

Statements regarding the knowledge, skills, and behavioural changes that trainees should acquire in the training program.

WHMIS

Workplace Hazardous Materials Information System; a legislated training program in the handling of potentially hazardous chemicals in the workplace that ensures Canadian workers recognize hazardous materials and are knowledgeable in emergency procedures following a chemical spill.

active transactional leadership

A form of leadership based on the foundation that leaders actively communicate to followers the tasks that are required to meet expectations.

amotivation

Complete lack of motivation.

autonomous motivation

Self-directed motivation reflecting an individual’s free will.

contingent reward

Leaders reward employees who meet their communicated expectations (similar to behaviour - based safety programs).

controlled motivation

Motivation based in response to pressure.

extrinsic motivation

Motivation rooted in instrumental reasons for acting.

intrinsic motivation

Motivation based on one’s interests and enjoyment.

management by exception (active)

A form of active transactional leadership in which leaders monitor workers' actions and step in with corrective action when needed to prevent serious problems from occurring.

occupational health and safety management system (OHSMS)

Reflects an interactive collection of strategic organizational approaches and programs focused on identifying, achieving, and maintaining desires occupational health and safety targets.

safety behaviours

Behaviours leading to safe performance of a particular job.

safety compliance

The extent to which employees follow safety rules and procedures.

safety leadership

Organizational leadership that is actively focused on and promotes OH&S.

safety motivation

An individual’s willingness to exert effort to enact safety behaviour and the valence associated with those behaviours.

safety participation

The extent to which employees go beyond compliance and engage proactively and voluntarily to actively improve safety.

transformational leadership

Highly effective approach to leadership that emphasizes employee well-being and is characterized by idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.

4 types of extrinsic motivation

1. External regulation (most controlled form): Occurs when pressures outside the individual prompt a person to behave in a particular way.

2. Introjected regulation: Happens when a person acts in a particular way because of pressure originating within him of herself.

3. Identified regulation: People choose to act in a manner that is in line with their own goals.

4. Integrated regulation (most autonomous): Reflects engaging in actions that reflect one’s sense of identity.

external regulation (most controlled form)

Occurs when pressures outside the individual prompt a person to behave in a particular way.

introjected regulation

Happens when a person acts in a particular way because of pressure originating within him of herself.

identified regulation

People choose to act in a manner that is in line with their own goals.

integrated regulation (most autonomous)

Reflects engaging in actions that reflect one’s sense of identity.

critical incident stress debriefing (CISD)

A post-trauma intervention focused on providing victims with an opportunity to discuss their experiences and reactions to a traumatic event.

emergency

A sudden, generally unexpected occurrence or set of circumstances demanding immediate action.

fire

Chemical process in which fuel, oxygen, and heat combine to create a disatrous condition.

free-burning stage

Stage at which flames first appear

• Heat rises quickly, combustible materials being used rapidly (can last seconds/minutes)

incipient stage

A source of ignition and fuel come together to cause combustion.

• Best place to stop a fire is here – remove the source of ignition!

reactive materials

Cause a violent,explosive reaction when they come in contact with another material, such as acetylene with water, or bleach with chlorinated cleaner.

smouldering stage

Fuel, oxygen, and heat are present and cause the heat to rise, an area fills with smoke.

• Phase is usually short, can be detected easily (smoke detector)

uncontrolled fire stage

Uncontrolled Fire Stage: Fire is out of control and major property damage is underway.

• MUST evacuate, can happen in seconds.

What are the products of fire?

Gases, flame, heat and smoke.

What is fire triggered by?

Unsafe conditions at work.

What things do you need to consider when developing a fire prevention program?

1. Structural Design

2. Barriers

3. Detection and Suppression

4. Storage

cognitive failure

Mistake or failure in the performance of an action that an individual is normally capable of performing.

domino theory (Heinrich)

The theory that every incident results from a series of events.

high-reliability organizations

Organizations in hazardous industries that maintain a high safety record over time.

normal incidents

The theory that incidents are expected outcomes of interactive complexities.

RAC program

A hazard recognition, assessment, and control program; a key element in most health and safety programs.

re-enactment

Simulation designed to recreate circumstances leading up to the incident.

walkthrough

Inspection of the incident scene to get a picture of the total environment.

5 Steps of the Domino theory (Heinrich)

1. Background: A lack of control over the management function (planning, organizing, leading, controlling)

2. Personal Defects: Personal factors such as physical or mental problems, and job factors such as normal wear and tear of equipment

3. Unsafe acts and conditions

4. Incident: A series of undesired events with release of energies that can cause harm

5. Injury: The most undesired result (e.g., trauma or property damage)

the swiss cheese model (J. Reason)

• updated version of domino theory

• Series of dominoes with holes demonstrate that a series of events must occur for an incident to occur (when the holes line up – that’s when an incident occurs).

3 Investigative Methods

1. Interviews

2. Observations and walkthroughs

3. Re-enactment

disability management

Proactive employer practices with the goals of preventing or reducing workplace disability, intervening early in the face of risk or injury, and providing coordinated management and rehabilitation functions to promote workers' recovery and safe and timely return to work.

duty to accommodate

HAVE to accommodate workers who are attempting to return to work following an injury or illness.

functional ability assessment

A standardized assessment of an injured or ill worker’s ability to perform job tasks that is completed by a member of the health care team treating the injured worker.

gradual work exposure

A type of light-duty accommodation where job demands slowly increase until the workers are performing the full requirement of their pre-injury jobs.

light-duty work

Workplace accommodation where workers return to a job that is less demanding than their previous job.